Prince Edward Island: the official figures for 2026
These are all the figures of jurisdictions.prince_edward_island in the data file: seven loose figures and six tables with 19 rows, each with the statute it comes from, when it took effect and how far it has been verified.
Updated · Figures verified against the statutes of each jurisdiction · see all figures and their sources · what's new
It is one of the 14 pages of the Jurisdictions block, inside official figures. The raw data is in legal-data-2026.json.
What this block holds
Prince Edward Island's figures come from a new statute. The table cites the Employment Standards Act, S.P.E.I. 2024, c. 66, consolidated as R.S.P.E.I. 1988, Cap. E-6.3, and most rows carry a validity from June 30, 2026. The rows cover the 90-day qualifying period and notice ladder in section 59, resignation notice in section 60, group termination in section 61, vacation in section 30, the eight paid holidays and the complaint deadline in section 64. There is no severance pay entitlement.
PEI treats a layoff much like a dismissal. Once a layoff runs past six consecutive days, it calls for written notice or pay in its place, just as a termination would. The Act sets no point at which a layoff turns into a termination. The notice ladder starts at one week, reaches two at one year and then climbs in five-year steps to 8 weeks after fifteen years. The group rule needs two things at once: at least 10 employees and at least 25% of the workplace within two months, which triggers six weeks' notice.
Every row was checked on September 5, 2026, against the text in force since June 30, 2026. The values are fixed in the statute, not indexed, so they move only through an amendment or, for holidays, a regulation that prescribes another one.
How to read the table
Every row answers five questions: what the figure is (Figure), how much (Value), which section (Source), since when (Validity) and how sure (Status). Try the complaint deadline: 2 years, s. 64, from 2026-06-30, Verified. Its note adds that the two years run from the alleged contravention, not from your last day. Verified tells you Sergio checked the figure in the Act. Secondary source would flag a number derived by the site from government data, working shown, and Not yet verified would mean the site does not rely on it anywhere else. All PEI rows are Verified.
A figure is a rule, not a result: the amount owed to you depends on your dates, your wages and your contract.
Where the site uses these figures
The Prince Edward Island termination guide and the termination pay calculator run on this table, and the EI page for Prince Edward Island covers the claim that follows. The layoff rule is compared with other provinces in temporary layoff rules, the resignation ladder in quitting and the notice you give, and the group threshold in group layoffs and mass terminations.
Status: Verified = read in the primary source; Secondary source = worked out by us from official figures, arithmetic shown; Not yet verified = not confirmed in the primary source, and so not published as a firm figure on any other page. The detail is in rule three of the methodology.
Prince Edward Island jurisdictions.prince_edward_island
| Figure | Value | Source | Validity | Status |
|---|---|---|---|---|
| The Act counts 90 days of continuous employment, not three months. How we read it: The Act owes notice after "a continuous period of 90 days or longer" and does not say how to count the days. We count every calendar day from your first day to your last day, both included, so a job that ran from April 2 to June 30 is 90 days and earns notice, and one day less does not. If your count lands within a day or two of 90, confirm with the Employment Standards Branch. prince_edward_island.notice.qualifying_service | 90 days | Employment Standards Act, s. 59 — Termination or layoff by employer, notice period | From 2026-06-30 | Verified Reviewed 2026-10-20 |
Six consecutive days or less, and no notice is owed. Longer than that and the ladder in section 59(1) applies.prince_edward_island.notice.temporary_layoff_minimum | 6 days | Employment Standards Act, s. 59 — Termination or layoff by employer, notice period | — | Verified Reviewed 2026-09-05 |
The Employment Standards Act contains no severance pay entitlement.prince_edward_island.severance.exists | No | Employment Standards Act, S.P.E.I. 2024, c. 66 (consolidated as R.S.P.E.I. 1988, Cap. E-6.3) | From 2026-06-30 | Verified Reviewed 2026-09-05 |
Both tests must be met: at least 10 employees and at least 25% of the workplace.prince_edward_island.group_termination.threshold | 10 employees | Employment Standards Act, s. 61 — Group termination or layoff | From 2026-06-30 | Verified Reviewed 2026-09-05 |
Prince edward island · group termination · windowprince_edward_island.group_termination.window | 2 months | Employment Standards Act, s. 61 — Group termination or layoff | From 2026-06-30 | Verified Reviewed 2026-09-05 |
Eight paid holidays are named in the Act; the regulations may prescribe others.prince_edward_island.holidays.count | 8 | Employment Standards Act, s. 1 — Definitions, including "paid holiday" | From 2026-06-30 | Verified Reviewed 2026-09-05 |
Two years from the date of the alleged contravention, not from the end of the job.prince_edward_island.complaint.deadline | 2 years | Employment Standards Act, s. 64 — Complaint to chief inspector | From 2026-06-30 | Verified Reviewed 2026-09-05 |
| Service from years | Service to years | Weeks |
|---|---|---|
| 0.25 years | 1 year | 1 week |
| 1 year | 5 years | 2 weeks |
| 5 years | 10 years | 4 weeks |
| 10 years | 15 years | 6 weeks |
| 15 years | — | 8 weeks |
Source: Employment Standards Act, s. 59 — Termination or layoff by employer, notice period. Reviewed on September 5, 2026.
| Service from years | Service to years | Weeks |
|---|---|---|
| 0.50 years | 5 years | 1 week |
| 5 years | — | 2 weeks |
Source: Employment Standards Act, s. 60 — Notice of resignation. Reviewed on September 5, 2026.
| Label | Max value | Max unit | Window value | Window unit | Condition | Source | Quote |
|---|---|---|---|---|---|---|---|
| No limit in the Act | — | — | — | — | The Act sets no fixed limit; a layoff of more than six consecutive days needs the same written notice as a dismissal, or the pay instead of it, and it never turns into a termination by itself. | pe_esa_s59 | an employer shall not terminate or lay off an employee who has been employed by the employer for a continuous period of 90 days or longer without giving the employee, in writing, at least |
Source: Employment Standards Act, s. 59 — Termination or layoff by employer, notice period. Reviewed on September 5, 2026.
| Employees from | Employees to | Weeks |
|---|---|---|
| 10 | — | 6 weeks |
Source: Employment Standards Act, s. 61 — Group termination or layoff. Reviewed on September 5, 2026.
| Service from years | Service to years | Weeks | Pay percent |
|---|---|---|---|
| 0 years | 5 years | 2 weeks | 4% |
| 5 years | — | 3 weeks | 6% |
Source: Employment Standards Act, s. 30 — Annual paid vacation. Reviewed on September 5, 2026.
| Name | Date rule |
|---|---|
| New Year's Day | January 1 |
| Islander Day | Third Monday in February |
| Good Friday | Friday before Easter Sunday |
| July 1 | July 1 (Canada Day) |
| Labour Day | First Monday in September |
| National Day for Truth and Reconciliation | September 30 |
| Remembrance Day | November 11 |
| Christmas Day | December 25 |
Source: Employment Standards Act, s. 1 — Definitions, including "paid holiday". Reviewed on September 5, 2026.